From WhatsApp Recruiting to Parlando: Which recruiting trends are important right now

Moving away from generic recruiting to candidate journeys that address candidates directly: Personalization continues to gain importance. The good news is that thanks to new technologies and AI-powered tools, it's never been easier to target talent directly. And even without a big budget, the following tips make modern recruiting easy.

Authentic lyrics with parlando 

The employer brand is a decisive factor when it comes to recruiting new candidates. Companies are therefore investing more in their employer branding and individualized candidate journeys. The initial contact is particularly crucial in the candidate journey. After all, candidates know within a few seconds whether they are interested in a position. This means that recruiters must quickly convince candidates with the first direct message on LinkedIn, the social media post or the job advertisement. In short: Texts that fit the target group are crucial for success. Especially with younger target groups, but also in certain specialist areas, recruiters can't get around "Parlando".

What is Parlando? A writing style that imitates language patterns of the target group. Instead of formal and distant, the writing style creates emotion and closeness - by using the vocabulary and grammar of the target group. This creates trust, because language connects. In practice: The better you know the language of your desired candidate, the faster you can enter into a dialog. Parlando is characterized by active, lively language that is understandable to the target group. Colloquial and everyday language as well as questions, exclamation marks and sensibly used repetitions create an informal atmosphere. You can also integrate technical terms, especially those commonly used by the target group, into parlando texts in order to create a direct link to the expertise of the candidate. In this way, recruiters establish emotional access to candidates and can more easily convince them of the company. At the same time, when used correctly, Parlando can reflect the corporate culture and is thus a kind of invisible code that encourages suitable candidates to apply. From a marketing perspective, Parlando is a building block for a dynamic and committed employer brand that specifically attracts suitable professionals.

Fast communication thanks to WhatsApp Recruiting 

More and more companies are turning to mobile recruiting to communicate at eye level. The goal is to directly address young professionals in particular for a faster exchange. The messenger WhatsApp in particular has established itself as an effective communication tool for this purpose. Various startups therefore offer services in which professionals apply via WhatsApp and exchange information with recruiters in real time. This speeds up the application process and enables a multimedia exchange in real time. The use of images, videos and voice messages gives applicants an authentic insight into the company and creates trust. This type of recruiting is particularly suitable for positions where good communication and short response times play a role. Companies that operate primarily on short notice and rely on filling positions quickly can also benefit from WhatsApp recruiting. Especially younger professionals who regularly use messenger services and their smartphones appreciate mobile recruiting with accessible communication. Important: Make sure that candidates agree to the recruiting process via WhatsApp and offer alternative options if this is not the case.

Coffee Date for direct contact 

Coffee Dates are a feature on company websites where professionals have informal conversations with company employees. These meetings are usually virtual or at the company site and provide an authentic insight into the corporate culture, the team and areas of activity. The opportunity to ask questions outside the traditional application process is well received and creates proximity to the company. On-site coffee dates also give applicants the opportunity to gain a real impression of everyday working life at the company. The informal nature of the meeting creates a relaxed atmosphere in which candidates feel comfortable and talk openly about their career goals, their skills and their interests. This not only fosters confidence in the candidate, but also allows other employees to assess the suitability of potential talent for specific positions. The Coffee Date can also help convey the company culture. Through the face-to-face, there is an opportunity to learn more about the company's values, way of working and team spirit. In some companies, these meetings have become an established substitute for the formal job interview.

Email marketing - not only for customers 

Instead of exclusively targeting customers, companies are increasingly using email marketing for job applicants as well. Personalized email campaigns inform email campaigns inform potential candidates about job openings, provide an insight into the corporate culture and guide them through the application process. Through direct and personalized communication, professionals feel valued and picked up. At the same time, companies convey transparency - a quality that applicants appreciate.

5 tips for email marketing in recruiting 

1. Send personalized e-mails: Especially for recruiting campaigns, companies should rely on a personalized approach. In practice: Address applicants by (first) name and, if possible, refer to their interests and experience. In this way, you establish a direct connection and gain an initial advantage over other companies as an employer.
2. E-mail newsletter: Candidates from the applicant pool keep you up to date with a newsletter. From insights about the company and specialist information to tips for a successful start, e-mail newsletters accompany candidates through the onboarding process. Visual elements such as videos or company podcasts provide insights into the culture and create an emotional component.
3. Automated email campaigns: Automation tools make recruiting easier by playing out important information to applicants or automatically sending follow-up messages to an application. Calendar functions that allow applicants to select an appointment for a first meeting are also well received.
4. Digital onboarding: A detailed and structured e-mail that prepares candidates for the application process and/or the new position in advance eliminates uncertainties and enables a smooth start.
5. Evaluation and optimization: Key figures such as open rate, click rate, and conversion rate show the success of campaigns and at the same time provide information about interests and the candidates. This data helps to make recruiting more efficient and your communication more targeted.

Data-based Candidate Personas against shortage of skilled workers 

With data-based candidate personas you can prevent a shortage of skilled workers in your company. Because personas from high-quality data reflect the needs, preferences, and motivations of potential professionals. This helps companies to achieve more Candidate Centricity in all areas. Candidate Personas are the basis for aligning recruitment strategies with the professionals you want for your company. Data-driven Candidate Personas make it easier to create personalized messages, help optimize your company's website and job ads, and get you more applications with less effort. It's no wonder, then, that more and more companies are turning not only to Buyer Personas, but also to Candidate Personas. Personas can also benefit companies when it comes to their employer brand. They help to better understand employees and to align the employer brand accordingly. This not only has a positive effect on new professionals, but also helps to ensure that existing employees are more satisfied in the long term.

With Candidate Personas ...

• Write better job ads
• Create the foundation for more Candidate Centricity
• Improve internal communication within the company
• Choose benefits that employees really value
• Optimize your employer brand